Mobile phone with lots of social media icons, message, images etc.. coming off of it. — **79 percent** of job seekers use social media when conducting their job search.

Glassdoor

In today’s digital age, social media has become a powerful tool for recruiting top talent. However, effectively leveraging social media for talent acquisition requires a strategic approach. This guide will walk you through the key steps and best practices to maximize your recruitment efforts through social media.

When we first set out to use social media to attract top talent at our previous company, it seemed straightforward. But along the way, we experienced plenty of ups and downs. Through trial and error, we discovered what worked and what didn't. We've been in your shoes, grappling with the challenges of integrating social media into our recruitment strategy. Here, we share our learnings, hoping they can help you navigate this complex landscape more smoothly. These are the strategies and insights we've gathered from our journey, and we hope they can make your path a bit easier.

1. Appoint a Dedicated Social Media Lead

The most critical aspect of using social media for recruiting is having someone lead the project. Social media often becomes an afterthought in talent acquisition, caught in a tussle between marketing and HR. Designate a person or a team to manage your social media recruiting efforts, ensuring consistency and focus. Utilize a content calendar or a scheduling tool to plan posts and ensure they align with your overall recruitment strategy. We ended up having marketing own LinkedIn, with us adding to their calendar, and then we owned the Instagram feed as it wasn't a tool that marketing used to attract businesses.

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2. Align Employer Brand with Business Brand

Your employer brand should intertwine seamlessly with your business brand. Consistent messaging across all platforms, especially those used for dual purposes like LinkedIn, reinforces your company’s values and culture. This alignment helps candidates see a cohesive and authentic image of your company. It can even help your company get new customers—indirect marketing rocks. We found that the bigger we got, the harder this step became, as there were more voices and opinions in the room.

3. Choose and Own Your Platforms

It’s tempting to be present on all social media platforms, but spreading your team too thin can dilute your efforts. Identify which platforms make the most sense for your company and target audience. For instance, LinkedIn might be ideal for professional and technical roles, while Instagram and TikTok could be better for creative and younger demographics. Start with one or two platforms and expand as your social media presence matures. We found that we only had the bandwidth for LinkedIn and Instagram, so that's where we focused our energy. The type of content you want to make or can make should also impact that decision. We didn't have anyone on the team who loved or wanted to constantly make videos, so we had to rule TikTok out early on.

4. Define Your Target Audience

Understand who your ideal candidates are and where they spend their time online. Tailor your content to attract these individuals. For example, if you’re hiring developers, focus on platforms and communities where tech professionals engage. Customizing your content for your target audience increases the relevance and effectiveness of your social media posts. We created three different audience personas that we wanted to target, and each post we created needed to hit one of them.

5. Set Clear Goals

Determine what you want to achieve with your social media recruitment efforts. Is your goal to increase followers, enhance engagement on job posts, or drive more applications? Setting clear, measurable goals helps you track progress and adjust your strategy as needed. Here are some potential goals to consider:

Increase LinkedIn followers by 20% in six months.
Achieve a 50% engagement rate on job posts.
Increase applications for specific roles.

We found that our goals changed as our hiring needs changed, specifically when it came to targeting specific roles, so be prepared to flex with the business.

6. Build a Content Schedule and Plan Ahead

Planning is crucial, especially for remote-first companies. Develop a content schedule to ensure a steady stream of posts. Plan photo shoots, gather employee testimonials, and create engaging content in advance. Having a content bank that’s 2-6 weeks ahead reduces pressure on the Talent Acquisition (TA) team and ensures consistency. We found a sweet spot at three weeks for most content so that we knew that the targets would still be relevant. Are you celebrating all holidays? What if we celebrate this one and not that one—how will we be perceived? All great, great conversations to have!

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7. Create Authentic and Enjoyable Content

Authenticity resonates well with audiences. Have fun with your content creation process and ensure it reflects your company’s culture and values. Authentic posts tend to receive better engagement and build trust with potential candidates. Don’t try to be something you’re not—let your company’s true personality shine through. We also found that when filming content in the office, if we felt like it was a chore, it would come across in the content. So smile and enjoy it!

8. Leverage Company Buy-In

Engage your leadership team and other departments in your social media efforts. Their involvement can bring variety to your content and help generate new ideas. For instance, ask your R&D team for insights on what would attract developers. Encourage your employees to share company posts and create their own content about their experiences. When more people within the company are invested in social media, they are more likely to share and promote your posts, expanding your reach. This is key to initial growth. Heck, you have 200 employees—let's get them sharing!

Stacked bar graph to show the top social channels for recruitment, with linkedin being highest at 71%. — According to jobvite Linkedin is still the top social channel used for recruitment (71%).

9. Monitor Analytics and Be Responsive

Regularly monitoring your social media analytics is crucial. Set weekly or bi-weekly meetings to review performance, discuss what works and what doesn’t, and pivot your strategy based on data. There’s no point in repeatedly posting similar content if your audience doesn’t engage with it. Review the metrics to see how they align with your goals and adjust accordingly. Recognize that it can take 3-6 months to start seeing valuable patterns, especially with constantly changing algorithms.

10. Understand the Long-Term Value

Social media recruiting is a long game. It’s often hard to see immediate returns, but consistent efforts build brand awareness and trust over time. Candidates often discuss potential employers with peers, and a positive social media presence can influence their decisions. Think of it as indirect marketing—creating a strong employer brand today can lead to a robust talent pipeline in the future.

Additional Tips:

Engage with Your Audience: Respond to comments and messages promptly to foster a sense of community.
Use Visuals: High-quality images and videos can make your posts more engaging.

By following these steps and maintaining a strategic approach, you can effectively use social media to recruit top talent and build a strong employer brand. Start with a focused strategy, measure your results, and adjust as necessary to continually improve your social media recruiting efforts.

How to use social media for recruiting top talent.